Director, Talent Acquisition

Cushman & Wakefield

1d•$149,685 - $176,100•Onsite

About The Position

Cushman & Wakefield is seeking a Director of Talent Acquisition to lead a large, dedicated recruiting organization supporting one of our client accounts. This leader owns the end-to-end hiring strategy, delivery and performance for a high-volume, fast-moving operation spanning hourly, skilled technical and site leadership roles across a national footprint. The Director is accountable for keeping the client staffed at target levels while opening new sites, scaling quickly and controlling cost. This is a hands-on leadership role for someone who can run a disciplined weekly operating rhythm, build a bench of strong managers, and be a trusted partner to client operations leaders and C&W account leadership.

Requirements

10+ years of progressive talent acquisition experience, including 5+ years leading recruiting managers and teams.
Proven success leading high-volume and multi-site hiring in operations, logistics, manufacturing, distribution or similar environments.
Experience supporting new site launches or rapid workforce ramps, with demonstrated results against staffing and time-to-fill goals.
Strong financial acumen: experience owning a TA budget, forecasting spend and building business cases for incentives and programs.
Data-driven leader, fluent in funnel analytics, workforce forecasting and executive-level reporting.
Excellent communication and influence skills, with comfort engaging senior client and operations executives.
Bachelor’s degree in Human Resources, Business or a related field, or equivalent experience.

Nice To Haves

Experience in a dedicated client or outsourced recruiting (RPO / MSP) environment.
Background hiring skilled trades and technical roles, including trade school and workforce development partnerships.
Experience recruiting site and operations leadership in competitive labor markets.
Familiarity with enterprise ATS and CRM platforms, and hiring event management at scale.
Experience leading teams across multiple locations and time zones.

Responsibilities

Own the account-level talent acquisition strategy, staffing plan and hiring forecast, aligned to client headcount demand and new site launch timelines.
Deliver against staffing, time-to-fill, offer acceptance, quality-of-hire and early attrition targets, with clear accountability at the site, region and recruiter level.
Drive proactive workforce planning, including recruit-ahead requisitions and pipeline-building models that shorten vacancy days and protect client revenue.
Lead accelerated and pilot hiring programs from design through scale, using data to decide what to standardize, expand or retire.
This role is a member of the Account SLT and provides input into the overall direction and strategy of the account.
The role interacts regularly with Clients (Amazon's) 3PMT (Third-Party Management Team), with daily, weekly, and monthly engagement as part of ongoing account management and collaboration.
Lead, coach and develop Senior Managers, Managers, launch and program managers, and recruiters; set clear goals, hold a high performance bar and build succession depth.
Establish the team structure, capacity model and coverage needed to support steady-state sites and concurrent new site launches.
Build a culture of ownership, speed and candidate care across a geographically distributed team.
Direct a multi-channel sourcing strategy, including high-volume digital, employee referral, community and workforce partnerships.
Expand trade school, community college and technical program partnerships to build a durable pipeline for skilled technician and trades roles.
Oversee on-site and regional hiring events, from planning, staffing and budget through offer conversion and post-event reporting.
Lead the search and selection of site and operations leaders in competitive, tight labor markets, partnering with client executives on profile, process and offer approach.
Design and manage incentive strategy, including relocation and sign-on programs, with clear business cases, approval paths and payout timelines that protect candidate experience.
Partner with client operations to streamline leadership interview processes and improve speed and consistency.
Serve as the senior TA point of contact for client operations, business operations and people leaders; run the weekly staffing cadence and monthly business reviews.
Produce clear executive reporting on staffing, pipeline, funnel conversion, attrition and cost, and translate data into decisions and actions.
Own the TA budget, forecast and cost allocation in partnership with account finance, including tools, licenses, events, travel and incentives.
Improve the handoff from offer to onboarding and first day, working with operations and onboarding teams to ensure new hires have clarity on role, shift, manager and reporting location.
Champion a consistent, scalable recruiting process supported by the ATS, CRM and reporting tools; partner with TA Operations and Production on requisition management and approvals.
Ensure compliance with EEO, OFCCP, background screening, and client-specific hiring requirements.
Collaborate with C&W Global TA leadership on shared tools, talent intelligence, employer brand and best practices.